Social Cognitive Theory (SCT) posits that survivors of a traumatic event have the ability to influence their own outcomes and do so most aptly when they perceive they can exert control over their outcomes. Posttraumatic growth outcomes are associated with a greater perception of controllability, while posttraumatic stress outcomes can be related to the lack of perceived control. In the context of the Virginia Tech shootings, several social factors were examined three months after the trauma (T1) and one year later (T2) to further explore the dynamic interplay between these factors and psychological outcomes. Social support seeking was conceptualized as both a coping strategy (situational) and as a coping style (dispositional) and was hypothesized to predict greater growth outcomes, while social constraints were hypothesized to predict higher levels of posttraumatic stress outcomes. These variables were also examined as moderators of the relationship between perceived threat and psychological outcomes at both time points. As expected, dispositional social support seeking was negatively related to posttraumatic stress at T1, and positively related to posttraumatic growth at T1 and T2. Social constraints were positively related to posttraumatic stress at T1 and negatively related to posttraumatic growth at T1 and T2. Situational social support seeking served as a moderator for the relationship between perceived threat and posttraumatic stress at T1. Lower levels of situational social support seeking lessened the relationship between perceived threat and posttraumatic stress, while high levels of situational social support seeking exacerbated this relationship. / Master of Science

Cette thèse se propose d'apporter une contribution aux débats relatifs aux effets de la discrimination et du risque de discrimination perçus au travail par les personnes homosexuelles sur deux dimensions-clés de leur socialisation au travail : la recherche de soutien social et le bien-être psychologique au travail. A partir des travaux récents conduits en psychologie, nous posons l'hypothèse que les effets de la discrimination et du risque de discrimination perçus au travail sur ces dimensions, sont médiatisés par les stratégies de présentation de soi utilisées par les homosexuels au travail : la feinte, l'évitement et le dévoilement (Woods, 1993). Toutefois, l'examen des travaux empiriques fait état de résultats contradictoires concernant les relations : entre la discrimination – et le risque de discrimination – perçus d'une part, et les stratégies de présentation de soi au travail d'autre part ; les stratégies de présentation de soi utilisées au travail d'une part, et la construction des relations interpersonnelles et le bien-être psychologique au travail d'autre part. Ces résultats contradictoires nous amènent, en référence au modèle d'une socialisation plurielle et active (Malrieu, 1979), à formuler l'hypothèse que ces relations sont modulées par le jeu de variables liées à d'autres temps et lieux de socialisation. Une enquête, conduite par un questionnaire en ligne auprès de 234 sujets homosexuels en activité professionnelle, nous a permis de valider nos hypothèses. Ces résultats nous conduisent à discuter les pratiques actuelles de gestion de la diversité dans les organisations, ainsi que les pratiques cliniques proposées aux homosexuels. / This work aims to analyze the effects of perceived discrimination and discrimination risk on two key-dimensions of work socialization among gay and lesbian individuals : social support seeking and psychological well-being at work. Drawing from recent LGBT vocational literature, we assume that the relationships between discrimination (and discrimination risk) and these variables are mediated by identity management strategies (Woods, 1993) used by lesbian women and gay men (e.g., counterfeiting, avoiding and integrating). However, empirical evidence showed mixed findings regarding the relationships between: perceived discrimination (and discrimination risk) and identity management strategies; identity management strategies and interpersonal relationships building; identity management strategies and psychological well-being. With reference to Malrieu’s theory (1979) of a plural and active socialization, we attempt to overcome these mixed findings and posit that the relationships mentioned above are modulated by variables referring to the diversity of times and backgrounds in which individuals live. Data were collected using an online survey, which has been completed by 234 participants currently employed, and who identified themselves as lesbian or gay. Most of our hypothesis are validated and permit us to discuss both clinical practices targeted to sexual minority individuals and diversity management practices targeted to organizations.